THE RPO VOICE

Companies are no longer in control of their public image as an employer of choice in the age of internet and social media. Glassdoor, a Yelp-like review site for businesses, has more than 11 million employee reviews for a half million companies, viewed by over 30 million unique visitors each month. These reviews are likely shaping what potential candidates think of each company, and the decision they make when applying or accepting a job. Company reviews can either help or hurt the employer branding and the company’s recruiting efforts. So if you can’t control your company’s online image, what do you do? You should at least manage your online image.

Let’s face it. Hiring can be tough. The unemployment rate is low – just 4.4% according to the Department of Labor Statistics – and employers have to compete for good employees. In order to find and retain quality candidates, it requires some work on our end. That work can come in the form of collecting more information at various stages in the employee lifecycle or tailoring your benefits to desired candidates. Here are a few tactics you might explore to step up your recruiting and hiring success rate.

Everywhere you look these days, you can see how technology is changing how we live and work. Like many people, I’ve thought about how A.I. and machine learning is evolving, and how some job may be replaced by super robots. I’ve even wondered, “Are the days of recruiters numbered?” It was during this time that I came across a fascinating article on FiveThirtyEight by Oliver Roeder entitled The Machines Are Coming for Poker.

200 million people search Google for job postings daily. 34% of the U.S. workforce are Millennials who will have occupied 75% of the workplace by 2025. As a professional recruiter taking the Gen Y worldview peculiarities into consideration, you realize that worn-out templates and prosing job descriptions will hardly attract great talents today. Despite more than $2 billion plunged into HR techs, recruiting multi-generation applicants remains challenging. In the battle for talent, employers approach to job posting formats other than texts – it might be videos or infographics, for example – but they still need one essential element to stand out from the crowd of generic job advertisements.

Words.

How to write a job description that hooks the right audience? What words to choose that provide accurate yet compelling details about a job offer? How you articulate your employer brand from the job posting to the in-person interview can make a big difference.

Seventeen years to be precise but it's finally here. Over the next coming years, millennials have, and will in mass, began their journey in the average workforce populations.

This process has already begun all over the world, in all sized businesses and by 2030, The Bureau of Labor Statistics predicted millennials will hold up to 75% of the overall workforce population. This may sound like a long way off but this process will start to take hold, fast.

Most companies have an employee referral program. Roughly two-thirds, or 63 percent, of organizations have a documented referral program, and on average 23% of hires originate from a referral. Linkedin even cited referrals as the best source of talent for companies in their 2017 Global Recruiting Trends report. However, companies are systematically under-investing in the success of their referral program.

Whether you run a two-man shop or employ hundreds of workers, streamlining your recruitment and selection process is key. You need to use cost-effective strategies to find candidates, narrow searches, and onboard new employees. Resourceful recruiting boils down to one question: What’s your time worth?

The Internet of Things (IoT) has been a byword for a few years as the next best thing, but few people realize what impact it can have on their lives and their jobs. It is more than having a Roomba, that's for sure.

Talent acquisition is becoming a tool for developing competitive advantage, and the most successful talent acquisition strategies include employee and hiring manager satisfaction surveys. Successful talent acquisition doesn’t happen at the recruiter’s desk, behind closed doors, as a singular and solitary activity. It’s the result of meeting with employees, hiring managers, and other stakeholders to find out how they work, see what is happening in their departments, and understanding staffing needs. One very effective way to accomplish this is through satisfaction surveys.

The U.S. Census Bureau reports that the number of people who work from home has risen steadily and is approaching 11 percent in 2013. The government supports it as a way to cut down on commuting, and reduce traffic, pollution and office space. The Society for Human Resource Management reports that its surveys show that 63 percent of employers offer telecommuting. So when Yahoo CEO Marissa Mayer decided in February 2013 to eliminate work from home options for Yahoo employees, it drew a lot of criticism and concern from HR, recruiters, and tech industry insiders.